Candidate Insights

Preferred Floor and Tile – Estimator Benchmark

Updated January 19, 2023

Behavioral Styles

D
I
S
C
Extrovert
People
Introvert
Task

Motivational Styles

Very Low Low Average High Very High
Aesthetic balance, harmony and form
Economic economic or practical returns
Individualistic stand out as independent and unique
Political be in control or have influence
Altruist humanitarian efforts or to help others altruistically
Regulatory establish order, routine and structure
Theoretical knowledge, learning and understanding

Alan Wilson

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
HighAltruist Has a high desire to help others learn, grow, and develop.
HighRegulatory Strong preference for following established systems or creating them if none present.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Alan, here are some specific, personalized questions to ask during your interview. These questions focus on Alan's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Alan:

Ask Alan, “How did you most effectively utilize these key strengths in past roles?”

  • A high sincerity-factor in working with individuals, or with small groups, and you also bring a bit of a candid 'edge' to comments or input.
  • Patient in working with others.
  • Brings a high degree of objectivity to the organization's systems and projects.
  • Able to assimilate complex information and develop conclusions based on the data, not the emotions of special-interests.
  • Excellent in working on technical problems and processes involving many facets.
  • Able to provide factual, authoritative, and objective verbal expression on topics to which you have given mind-share and intellectual consideration.
  • High degree of follow-through, and completeness of thought and action.

Potential weaknesses for Alan:

Below are some potential areas of improvement for Alan. Go through this list and discuss how Alan perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Take criticism personally, even though it was directed at a work process.
  • Become rather stubborn once your mind is made up.
  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Not openly project a lot of enthusiasm.
  • Be a bit of a selective listener, hearing only what you want to hear.
  • Sometimes become blunt and critical, and forget about appropriate tact.
  • Become impatient when things don't go as expected.

Cultural Fit/Ideal Environment for Alan

Below are some characteristics that describe Alan's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Alan to understand how they fit in the company culture. Look for aspects that would excite Alan about coming to work every day.

  • Highly specialized assignments and technical areas of responsibility.
  • An environment that supports your critical thinking skills.
  • Operating procedures that support sometimes complex processes.
  • Complete explanations of areas of responsibility and control.
  • Security in the work setting to maintain high quality control standards.
  • Freedom to move around, either in the office or around the country.
  • Public recognition for accomplishments.

Bob Blake

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Bob, here are some specific, personalized questions to ask during your interview. These questions focus on Bob's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Bob:

Ask Bob, “How did you most effectively utilize these key strengths in past roles?”

  • If given the responsibility to maintain high standards, those standards will be guarded and maintained.
  • Can be seen as the hub of the wheel with many activities occurring simultaneously.
  • Excellent time management skills, and deadline conscious.
  • Has the ability to get along well with a wide variety of other behavioral styles.
  • Able to reconcile various factions within a group, and do so in a sincere and stable manner.
  • Maintains a stable and predictable pace to complete a complex or specialized project, and demonstrates a tireless work ethic to get the project finished.
  • Able to negotiate through conflicts to create a win-win solution.

Potential weaknesses for Bob:

Below are some potential areas of improvement for Bob. Go through this list and discuss how Bob perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Be overly optimistic in ability to persuade or manage others.
  • May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
  • Struggle with meeting deadlines due to your desire for completeness or perfection.
  • Hold a bit of a grudge.
  • Become overly sensitive to criticism.
  • Overestimate the ability of others.
  • Trust people a bit too much, and may get burned in the process.

Cultural Fit/Ideal Environment for Bob

Below are some characteristics that describe Bob's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Bob to understand how they fit in the company culture. Look for aspects that would excite Bob about coming to work every day.

  • Highly specialized assignments and technical areas of responsibility.
  • Complete information, details, and examples with no gaps or surprises.
  • Freedom from intense pressured decisions.
  • Security in the work setting to maintain high quality control standards.
  • Clear areas of responsibility with minimal ambiguities.
  • Identification with the team or greater organization.
  • Quality standards in which to support and maintain.

Brian Grove

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
HighEconomic High drive for economic gain helps provide motivation through long projects and assignments.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
Very HighPolitical Very strong leader, and able to take control of a variety of initiatives and maintain control.
LowAltruist Won't be taken advantage of and protect own turf and that of the team or organization.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Brian, here are some specific, personalized questions to ask during your interview. These questions focus on Brian's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Brian:

Ask Brian, “How did you most effectively utilize these key strengths in past roles?”

  • Strong agent of change.
  • Able to make decisions with the bottom-line in mind.
  • Brings a sense of rapid solutions and high quality control to the organization.
  • Maintains a high sense of urgency: The clock is ticking.
  • Provides hard work and heavy mind-share into creating the best possible answers to questions or problems.
  • A very creative thinker and innovator.
  • Maintains a strong business focus on problems, ideas, and solutions.

Potential weaknesses for Brian:

Below are some potential areas of improvement for Brian. Go through this list and discuss how Brian perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Place "all" items on the to-do list as priority number one.
  • Work in a rapid burst for a while, followed by periods of re-examination or quiet reflection, which can cause delays.
  • Be somewhat cool and aloof at times.
  • Get stuck in a loop between wanting to get it done quickly, but also perfectly.
  • Vacillate too much between decisions due to the need to re-examine evidence, or even the chance that new evidence may come in.
  • Have a high need for perfection that may hamper your satisfaction until it is reached.
  • Appear somewhat abrupt and blunt toward others without being aware of it.

Cultural Fit/Ideal Environment for Brian

Below are some characteristics that describe Brian's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Brian to understand how they fit in the company culture. Look for aspects that would excite Brian about coming to work every day.

  • Removal from routine or repetitive work.
  • Multi-threaded and multi-tasking operations and activities.
  • Wide sphere of influence and responsibility.
  • Variety and fast pace in the environment.
  • Direct answers from others with no holding back of information.
  • Authority equal to responsibility.
  • Freedom from details and minutia.

Cecil Peters

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
Very HighEconomic Very competitive and bottom-line oriented.
LowIndividualistic Able to support the efforts of the team without demanding the limelight; a supportive team player.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
HighRegulatory Strong preference for following established systems or creating them if none present.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Cecil, here are some specific, personalized questions to ask during your interview. These questions focus on Cecil's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Cecil:

Ask Cecil, “How did you most effectively utilize these key strengths in past roles?”

  • Develops systems, utilities and procedures with a high quality standard.
  • Precise in the things you offer to a complex process or solution.
  • Cooperative team player who respects organizational policies and protocol.
  • Has the ability to get along well with a wide variety of other behavioral styles.
  • Extensive base of both knowledge and expertise can be tapped to assist in getting a job done.
  • You do your homework and preparation, and expect the same of others.
  • If given the responsibility to maintain high standards, those standards will be guarded and maintained.

Potential weaknesses for Cecil:

Below are some potential areas of improvement for Cecil. Go through this list and discuss how Cecil perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
  • Hold too much to past tradition in procedures and processes.
  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Take criticism personally, even though it was directed at a work process.
  • Oversell your own ideas too strongly.
  • Become indecisive in times of significant change or pressure.
  • Be overly optimistic in ability to persuade or manage others.

Cultural Fit/Ideal Environment for Cecil

Below are some characteristics that describe Cecil's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Cecil to understand how they fit in the company culture. Look for aspects that would excite Cecil about coming to work every day.

  • Freedom to move around, either in the office or around the country.
  • Activities that can be monitored from beginning to end.
  • Building a network of people and contacts with groups.
  • Time to reflect and think about pros and cons to solutions.
  • Operating procedures that support sometimes complex processes.
  • Freedom of speech and expression.
  • Security in the work setting to maintain high quality control standards.

Daniel Steele

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
LowPolitical Supportive of the efforts of the team; no hidden agendas. Willing to surrender control.
HighAltruist Has a high desire to help others learn, grow, and develop.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
Very HighTheoretical Passionate about learning for its own sake. Continually in learning mode and bringing a very high degree of technical or knowledge base credibility.

Personalized Interview Guide

Based on the information for Daniel, here are some specific, personalized questions to ask during your interview. These questions focus on Daniel's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Daniel:

Ask Daniel, “How did you most effectively utilize these key strengths in past roles?”

  • An excellent teacher or coach to others on the team, especially in situations requiring patience and specialized skills.
  • An ability to effectively negotiate cooperation from others rather than to confront or demand it, using a combination of people skills, patience, and objective reasoning.
  • Very proficient in your area of expertise.
  • Patient in working with others on the team.
  • A strong ability to clarify complex issues, and to define the essence of a problem or solution.
  • Cooperative team player who respects organizational policies and protocol.
  • Extensive base of both knowledge and expertise can be tapped to assist in getting a job done.

Potential weaknesses for Daniel:

Below are some potential areas of improvement for Daniel. Go through this list and discuss how Daniel perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Struggle with meeting deadlines due to your desire for completeness or perfection.
  • Trust people a bit too much, and may get burned in the process.
  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Oversell your own ideas too strongly.
  • Get overly bogged down in details, especially when the climate becomes pressured.
  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Overestimate the ability of others.

Cultural Fit/Ideal Environment for Daniel

Below are some characteristics that describe Daniel's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Daniel to understand how they fit in the company culture. Look for aspects that would excite Daniel about coming to work every day.

  • An environment relatively free from interpersonal conflict and hostility.
  • A work environment with a predictable pattern of activity so as to monitor quality processes.
  • An environment that supports your critical thinking skills.
  • Complete information, details, and examples with no gaps or surprises.
  • Activities that can be monitored from beginning to end.
  • Standard, accepted operating procedures that support sometimes complex processes.
  • Security in the work setting to maintain high quality control standards.

Darryl Tuck

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
LowIndividualistic Able to support the efforts of the team without demanding the limelight; a supportive team player.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
HighAltruist Has a high desire to help others learn, grow, and develop.
HighRegulatory Strong preference for following established systems or creating them if none present.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Darryl, here are some specific, personalized questions to ask during your interview. These questions focus on Darryl's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Darryl:

Ask Darryl, “How did you most effectively utilize these key strengths in past roles?”

  • Others on the team may seek you out to answer detailed or process-oriented questions.
  • Technically skilled and proficient in your area of specialty.
  • Remains objective in emotional situations.
  • Able to negotiate through conflicts to create a win-win solution.
  • Excellent team player.
  • Frequently seen by others as an expert in your area of responsibility, and willing to share the expertise with others.
  • Very good at developing new procedures, processes, and systems, and communicating with other stakeholders.

Potential weaknesses for Darryl:

Below are some potential areas of improvement for Darryl. Go through this list and discuss how Darryl perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
  • Hold a bit of a grudge.
  • Become indecisive in times of significant change or pressure.
  • Trust people a bit too much, and may get burned in the process.
  • React on impulse rather than thinking things through before responding.
  • Become overly aggressive when the climate becomes unfavorable.
  • Promise a bit more than you can deliver, bite off more than you can chew.

Cultural Fit/Ideal Environment for Darryl

Below are some characteristics that describe Darryl's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Darryl to understand how they fit in the company culture. Look for aspects that would excite Darryl about coming to work every day.

  • Favorable working climate with positive attitudes and optimistic spirit.
  • A job culture where there is little hostility, confrontation, or anger.
  • A balance between some stable, predictable work activities and some variety and change on a regular basis.
  • Clear responsibility and lines of authority to avoid confusion or overlapping initiatives.
  • A work culture that takes pride in the systems, processes and people working behind the scenes.
  • Freedom to circulate among other stakeholders.
  • Job responsibility involving people contacts and a need to be supportive of individual efforts.

Frederick Hilliard

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
HighAltruist Has a high desire to help others learn, grow, and develop.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Frederick, here are some specific, personalized questions to ask during your interview. These questions focus on Frederick's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Frederick:

Ask Frederick, “How did you most effectively utilize these key strengths in past roles?”

  • Cooperative team player who respects organizational policies and protocol.
  • Technically skilled and proficient in your area of specialty.
  • Shows the rare ability to be both friendly and argumentative (when needed), and able to use humor to either break the ice or defuse a tense situation.
  • Able to reconcile various factions within a group, and do so in a sincere and stable manner.
  • Brings a unique combination of accuracy, intuition, and good people skills.
  • High degree of accuracy in project details.
  • A reflective, critical thinker. You are able to comprehend complex or abstract systems, assist with solutions, and get others on board with the project.

Potential weaknesses for Frederick:

Below are some potential areas of improvement for Frederick. Go through this list and discuss how Frederick perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Resist changes and have a lower sense of urgency.
  • Hold a bit of a grudge.
  • Trust people a bit too much, and may get burned in the process.
  • May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
  • Take criticism personally, even though it was directed at a work process.
  • Become indecisive in times of significant change or pressure.

Cultural Fit/Ideal Environment for Frederick

Below are some characteristics that describe Frederick's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Frederick to understand how they fit in the company culture. Look for aspects that would excite Frederick about coming to work every day.

  • Quality standards in which to support and maintain.
  • A work environment that sincerely cares for the people in it.
  • Projects completed the 'right way' the first time, to avoid problems later on.
  • Identification with the team or greater organization.
  • Established practices, procedures and protocols.
  • Highly specialized assignments and technical areas of responsibility.
  • Environment where they can interact with people in a comfortable, non-hectic manner.

Hector Perez

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
Very HighEconomic Very competitive and bottom-line oriented.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
HighAltruist Has a high desire to help others learn, grow, and develop.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Hector, here are some specific, personalized questions to ask during your interview. These questions focus on Hector's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Hector:

Ask Hector, “How did you most effectively utilize these key strengths in past roles?”

  • A strong ability to clarify complex issues, and to define the essence of a problem or solution.
  • Builds confidence in others needing a boost.
  • Can be charming and persuasive in a variety of situations, and builds excellent social rapport.
  • An ability to effectively negotiate cooperation from others rather than to confront or demand it, using a combination of people skills, patience, and objective reasoning.
  • High degree of quality-control orientation.
  • Brings a positive sense of humor.
  • Can be seen as the hub of the wheel with many activities occurring simultaneously.

Potential weaknesses for Hector:

Below are some potential areas of improvement for Hector. Go through this list and discuss how Hector perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Be overly optimistic in ability to persuade or manage others.
  • Oversell your own ideas too strongly.
  • Become overly aggressive when the climate becomes unfavorable.
  • Hold a bit of a grudge.
  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Overestimate the ability of others.

Cultural Fit/Ideal Environment for Hector

Below are some characteristics that describe Hector's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Hector to understand how they fit in the company culture. Look for aspects that would excite Hector about coming to work every day.

  • Activities to get and maintain the attention of others.
  • Public recognition for accomplishments.
  • Time to reflect and think about pros and cons to solutions.
  • Activities that can be monitored from beginning to end.
  • Activities with many opportunities for interaction with people.
  • Operating procedures that support sometimes complex processes.
  • Projects needing you to motivate and persuade people.

Jamie Olivarez

Behavioral Style

Motivational Styles

Very HighAesthetic Places great importance in finding a good work-life balance, creating more than destroying and artistic self expression.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
HighIndividualistic Has no problem standing up for your own rights and may impart this energy into others as well.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
HighRegulatory Strong preference for following established systems or creating them if none present.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Jamie, here are some specific, personalized questions to ask during your interview. These questions focus on Jamie's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Jamie:

Ask Jamie, “How did you most effectively utilize these key strengths in past roles?”

  • Has the ability to get along well with a wide variety of other behavioral styles.
  • Technically skilled and proficient in your area of specialty.
  • Able to negotiate through conflicts to create a win-win solution.
  • Brings appropriate people skills, patience in working with others, quality control, and attention to the details in a versatile blend of talents and expertise.
  • Others on the team may seek you out to answer detailed or process-oriented questions.
  • Very good at developing new procedures, processes, and systems, and communicating with other stakeholders.
  • Able to reconcile various factions within a group, and do so in a sincere and stable manner.

Potential weaknesses for Jamie:

Below are some potential areas of improvement for Jamie. Go through this list and discuss how Jamie perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Require an overly complete explanation of details before changes are made.
  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Hold too much to past tradition in procedures and processes.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
  • Get overly bogged down in details, especially when the climate becomes pressured.
  • Be overly optimistic in ability to persuade or manage others.
  • Become overly sensitive to criticism.

Cultural Fit/Ideal Environment for Jamie

Below are some characteristics that describe Jamie's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Jamie to understand how they fit in the company culture. Look for aspects that would excite Jamie about coming to work every day.

  • Freedom from routine work.
  • Freedom to move around, either in the office or around the country.
  • Activities to get and maintain attention of others.
  • A democratic supervisor and work environment.
  • Variety in the work tasks and multiple projects.
  • Public recognition for accomplishments.
  • Freedom of speech and expression.

Jay Woods

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
HighEconomic High drive for economic gain helps provide motivation through long projects and assignments.
HighIndividualistic Has no problem standing up for your own rights and may impart this energy into others as well.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
HighRegulatory Strong preference for following established systems or creating them if none present.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Jay, here are some specific, personalized questions to ask during your interview. These questions focus on Jay's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Jay:

Ask Jay, “How did you most effectively utilize these key strengths in past roles?”

  • Generates positive enthusiasm for a variety of projects in the organization.
  • Very proficient in your area of expertise.
  • Ready, willing, and able to assist others on the team with a specialized project. All they have to do is ask.
  • Has the ability to get along well with a wide variety of other behavioral styles.
  • Remains objective in emotional situations.
  • Others on the team may seek you out to answer detailed or process-oriented questions.
  • A keen awareness of the broad-based impact of important decisions.

Potential weaknesses for Jay:

Below are some potential areas of improvement for Jay. Go through this list and discuss how Jay perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • React on impulse rather than thinking things through before responding.
  • Resist changes and have a lower sense of urgency.
  • Hold a bit of a grudge.
  • Oversell your own ideas too strongly.
  • Overestimate the ability of others.
  • Promise a bit more than you can deliver, bite off more than you can chew.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".

Cultural Fit/Ideal Environment for Jay

Below are some characteristics that describe Jay's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Jay to understand how they fit in the company culture. Look for aspects that would excite Jay about coming to work every day.

  • You like seeing the obvious fruit of your labor, a finished result quickly.
  • You prefer freedom from close, continuous supervision.
  • You like to investigate all the information before taking action.
  • You may get into situations at times that make it difficult to please all people involved.
  • You prefer logical analysis of situations, and persistence in follow-through.
  • You like assignments that can be followed through to completion that have a definite beginning, middle, and end.
  • You like to develop a systematic approach to a project, with clear tasks for all.

Jonadabe Quaresma

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
LowIndividualistic Able to support the efforts of the team without demanding the limelight; a supportive team player.
Very HighPolitical Very strong leader, and able to take control of a variety of initiatives and maintain control.
HighAltruist Has a high desire to help others learn, grow, and develop.
HighRegulatory Strong preference for following established systems or creating them if none present.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Jonadabe, here are some specific, personalized questions to ask during your interview. These questions focus on Jonadabe's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Jonadabe:

Ask Jonadabe, “How did you most effectively utilize these key strengths in past roles?”

  • Not an extremist and is able to get along very well with a wide variety of other styles.
  • Will readily join outside clubs and organizations to advance personal or team goals.
  • Very high 'sincerity-factor' helps in building trust and rapport with others.
  • Builds good team relationships without being an extremist.
  • Considerate of others on the team, reflective, and remains cool-headed under pressure.
  • Very supportive of team efforts.
  • Brings a positive sense of humor.

Potential weaknesses for Jonadabe:

Below are some potential areas of improvement for Jonadabe. Go through this list and discuss how Jonadabe perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Trust people a bit too much and may get burned in the process.
  • Be overly optimistic in ability to persuade or manage others.
  • Promise a bit more than you can deliver; bite off more than you can chew, if you will.
  • Hold too much to past tradition in procedures and processes.
  • Become less decisive as pressure increases.
  • Be overly optimistic in judging the ability of others.
  • Struggle meeting deadlines.

Cultural Fit/Ideal Environment for Jonadabe

Below are some characteristics that describe Jonadabe's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Jonadabe to understand how they fit in the company culture. Look for aspects that would excite Jonadabe about coming to work every day.

  • A non-hostile working environment.
  • Freedom from routine work.
  • Building a network of people and contacts with groups.
  • Projects needing you to motivate and persuade people.
  • Freedom from many controls, detail, and paperwork.
  • Freedom of speech and expression.
  • Activities to get and maintain attention of others.

Kory Kasevich

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
Very HighEconomic Very competitive and bottom-line oriented.
LowIndividualistic Able to support the efforts of the team without demanding the limelight; a supportive team player.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
LowAltruist Won't be taken advantage of and protect own turf and that of the team or organization.
HighRegulatory Strong preference for following established systems or creating them if none present.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Kory, here are some specific, personalized questions to ask during your interview. These questions focus on Kory's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Kory:

Ask Kory, “How did you most effectively utilize these key strengths in past roles?”

  • Able to get along with a variety of other styles.
  • Generates positive enthusiasm for a variety of projects in the organization.
  • Believes that things should be done the 'right way' the first time, so as to reduce errors later on.
  • Has the ability to get along well with a wide variety of other behavioral styles.
  • A keen awareness of the broad-based impact of important decisions.
  • An ability to effectively negotiate cooperation from others rather than to confront or demand it, using a combination of people skills, patience, and objective reasoning.
  • Technically skilled and proficient in your area of specialty.

Potential weaknesses for Kory:

Below are some potential areas of improvement for Kory. Go through this list and discuss how Kory perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Oversell your own ideas too strongly.
  • Become overly aggressive when the climate becomes unfavorable.
  • Require an overly complete explanation of details before changes are made.
  • Promise a bit more than you can deliver, bite off more than you can chew.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
  • Become overly sensitive to criticism.

Cultural Fit/Ideal Environment for Kory

Below are some characteristics that describe Kory's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Kory to understand how they fit in the company culture. Look for aspects that would excite Kory about coming to work every day.

  • Opportunity for advancement to positions allowing for creativity.
  • Environment allowing for one to work alone and to think things through.
  • Challenging assignments, having both wide scope and details.
  • Accomplishments that can be seen both quickly and maintained with a high sense of quality control.
  • Time to react to alternatives, but also supportive of the fact that the clock is ticking.
  • Specialized and challenging assignments.
  • Power and authority to make decisions and create change.

Matthew Gerdvil

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
Very HighPolitical Very strong leader, and able to take control of a variety of initiatives and maintain control.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Matthew, here are some specific, personalized questions to ask during your interview. These questions focus on Matthew's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Matthew:

Ask Matthew, “How did you most effectively utilize these key strengths in past roles?”

  • Has a rare ability of being able to calm people who are angry or upset.
  • Decisions are based on factual data.
  • Excellent time management skills, and deadline conscious.
  • Frequently seen by others as an expert in your area of responsibility, and willing to share the expertise with others.
  • Can be depended upon to do what you say you will do.
  • Self-motivated, and goal-directed, and able to spread that motivation to others.
  • Excellent critical thinker, frequently asking 'Why?'

Potential weaknesses for Matthew:

Below are some potential areas of improvement for Matthew. Go through this list and discuss how Matthew perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Overestimate the ability of others.
  • May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
  • Hold too much to past tradition in procedures and processes.
  • React on impulse rather than thinking things through before responding.
  • Become indecisive in times of significant change or pressure.
  • Oversell your own ideas too strongly.
  • Become overly aggressive when the climate becomes unfavorable.

Cultural Fit/Ideal Environment for Matthew

Below are some characteristics that describe Matthew's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Matthew to understand how they fit in the company culture. Look for aspects that would excite Matthew about coming to work every day.

  • An environment that supports your critical thinking skills.
  • Variety in the work tasks and multiple projects.
  • Time to reflect and think about pros and cons to solutions.
  • Activities to get and maintain the attention of others.
  • Activities with many opportunities for interaction with people.
  • Projects needing you to motivate and persuade people.
  • Projects completed the 'right way' the first time to avoid problems later on.

Troy Scarlett

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
Very HighEconomic Very competitive and bottom-line oriented.
HighIndividualistic Has no problem standing up for your own rights and may impart this energy into others as well.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
HighRegulatory Strong preference for following established systems or creating them if none present.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Troy, here are some specific, personalized questions to ask during your interview. These questions focus on Troy's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Troy:

Ask Troy, “How did you most effectively utilize these key strengths in past roles?”

  • Brings a sense of genuine enthusiasm to the team and organization.
  • Able to negotiate conflicts between people and teams in a win-win manner.
  • Uses tact in directing projects or assignments.
  • An active agent with a moderately high sense of urgency to get things done without being frantic.
  • Demonstrates technical competence and skills on the people side; this trait is rare and can be of great importance.
  • People-oriented, but also rather modest, so has the ability to get along with a wide variety of others.
  • Brings a positive sense of humor and can break-the-ice or hostility with humor in a diplomatic way.

Potential weaknesses for Troy:

Below are some potential areas of improvement for Troy. Go through this list and discuss how Troy perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Be overly optimistic in your ability to persuade or manage others.
  • Require an overly complete explanation of details before changes are made.
  • Get overly bogged down in details, especially under high pressure.
  • Stick to the plan a little too much sometimes.
  • Promise a bit more than you can deliver, or bite off more than you can chew so to speak.
  • Become overly defensive when faced with change or threats.
  • Oversell your ideas a little too much.

Cultural Fit/Ideal Environment for Troy

Below are some characteristics that describe Troy's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Troy to understand how they fit in the company culture. Look for aspects that would excite Troy about coming to work every day.

  • Variety of tasks and many projects.
  • Responsibilities with a strong amount of decisiveness required.
  • An evaluation system based on the results achieved, not the process used to achieve the results.
  • Challenging assignments.
  • Assignments involving motivating and persuading a network of people.
  • High stakes opportunity for success.
  • An environment that rewards innovation.